CareValues

Values-based

approaches

to recruitment

and retention

Values-based

recruitment

Articulate

Assimilate

Apply

Attract

Stage 4

Assess

Objectives

To enable participants to:

▪ Move from the shortlisting stage to assessing which

candidates are right for your organisation

▪ Explore what tools you might use to enhance your

assessment of the right candidates for your organisation

▪ Understand what elements to change in own

organisation to better reflect and embed this learning

▪ Recap on Apply workshop –

how did you get on?

▪ Review holistic approach

▪ An overview of assessment

methods and current practices

▪ Why it’s important to incorporate

values into your assessment

processes

▪ Sharing best practices & impact

▪ Summary, next steps and

further support

What we’ll be covering

CareValues

Sharing best practice

Community Support Services

Apply re-cap

Tasks – how did

you get on?

3

A holistic approachValues-based approaches 5A model

4

Values interviews

Psychometrics

Assessment

tools/Centres

Assessor training

Adverts

Open days

Targeting

Self-selection

Website

External and internal

communications

‘Mission’ statement

Induction

Probation training/

Learning &

development

Supervision

Performance

management

Application forms

Job descriptions and

person specifications

Pre-screening

questionnaires

Shortlisting

Values-based

recruitment

Assimilate

Articulate

Attract

ApplyAssess

A holistic approach

Values-based

recruitment

Assimilate

Articulate

Attract

ApplyStage 4

Assess

Which of the following selection methods do you use:

▪ Assessment centres

▪ Work-based samples

▪ Ability tests

▪ Structured interviews

▪ Personality tests

▪ Biographical data

▪ References

▪ Traditional interviews

▪ Other

Poll

Selection method Validity 0-1

Assessment centres 0.65

Work-based samples 0.54

Ability tests 0.53

Structured interviews 0.4 – 0.5

Personality tests 0.39

Biographical data 0.38

References 0.23

Traditional interviews 0.05 – 0.19

Predictive validity

Values interview

Current practice using assessment tools

▪ What do you currently use and how do these work for you at assessing candidates values and behaviours?

▪ Do you have your organisation values threaded through these elements having taken learning from the previous stages of this 5A model?

▪ What has changed since COVID? Have you adopted new practices to recruiting / selecting candidates? Are you using a third party?

Exercise5

Assessment centres

▪ Candidates complete a combination of recruitment activities that are clearly related to the person specification and reflect the reality of the job

▪ These could include individual or group work, written and/or oral input, and tasks prepared in advance or on the day

▪ Examples could include:

▪ completing psychometric testing and/or profiling tools

▪ time management or task prioritisation exercises

▪ individual problem solving

▪ group discussions

▪ functional role-play.

▪ This model or activities, can be adapted for employers of all sizes

6-12

6-12Assessment matrix for an assessment centre

Assessment day timetable for an assessment centre

Group exercises▪ Candidates will discuss ideas for how the organisation can

attract people to work in care.

Role play▪ Candidates will role play a meeting with family of someone

being supported

Written exercise ▪ Summarise several pieces of information about the work you

have been doing with someone being supported into a one page report

In tray▪ You have been on holiday for two weeks and need to prioritise

your backlog of work using a prioritisation plan template.

6-12Example exercises for care sector roles

Equal opportunities in recruitment and selection

13-19

“In both stages of shortlisting and

assessment, employers should ensure

that their selection methods treat candidates

fairly, without discrimination or bias, and that

selections are made based on the candidate’s

ability to perform the role, contribute to

the organisation and their potential

for development.”

Chartered Institute for

Personnel and Development

“

Types of interviews

Competency-based

recruitment

▪ Scenario-based questions

‘What would you do if…’

▪ Accepting candidates

answer and moving on to

next question

▪ Finding out more about a

candidates skills, talents

and abilities

Values-based

recruitment

▪ Real-life examples ‘Tell

me about when…’

▪ Further probing ‘How did it

make you feel? What did

you learn?’

▪ Finding out more about

a candidates values,

including behaviours

and attitudes.

Interview questions

Values-based:

▪ are not hypothetical

▪ require probing by trained interviewers

▪ Are open

▪ Show interest

▪ Use the candidates’ words to reflect back

▪ Evidence-based

▪ Non-judgemental

▪ Don’t give the answer in the question

▪ Link to the criteria being assessed.

An example

might be:

‘Tell me about a

time when you

supported someone

who needed help.

What did you and

how did it make

you feel?’

▪ What kind of interviews do you conduct now

as an organisation?

▪ What kind of questions do you ask?

▪ How do you ensure that recruitment decisions are

fair and justified to prevent to challenge?

▪ How do you think you could adapt what you do to

make it more values-based?

Discussion

Current practice using interviews

Psychometric testing and profiling tools

▪ Assesses ability, aptitude or personality

▪ Often administered online

▪ Series of tests suitable for adult social care listed in workbook

▪ Can include situational judgement tests

21-23

Careers in Care - Care and Support Work | A Question of Care

25A Question of Care

Involving the people you support

▪ Values-based, inclusive approach

▪ Exerts greater control and influence over who will

support them, resulting in better outcomes

▪ Provide a first hand experience of what is needed

from new recruits

▪ Judge how well a candidate engages and

communicates with the person

▪ candidates learn what’s important to that individual

and identify if they have the right values and

behaviours for the role.

Why?

Involving the people you support

▪ Shortlisting candidates

▪ Contribute to building specific

job role questions

▪ Contribute towards face to face

interviews, visits or

presentations

How?

‘Articulate’ workbook example

Things to consider –best practice

26-38

Do

▪ Ensure all practical arrangements are put in place to enable people who use care and support, their families and carers to get involved

▪ Be clear and honest about how much influence people have

▪ Ensure compliance with employment legislation and equality and diversity

▪ Value their contribution

▪ Obtain feedback on the process

Don’t

▪ Forget to ensure people have the relevant training and/or briefing in relation to their role within the recruitment process

Employer quotes:

“Our success thus far has

been based on a renewed

emphasis on values-based

recruitment and redesign of

our documentation including

adverts, person specification,

job description and

interview questions.”

Resolve Care (Northern)

Accolade shortlist 2020

“To recruit the

right support staff to Nexus,

we need to involve people with

learning disabilities in the

interview process. This is true of

whatever post you apply for,

whether you are the CEO,

Business and Finance manager,

Support manager or Support

worker. We employ two people

with learning disabilities who are

trainers and are also

experienced interviewers.”

Lewisham Nexus Service

Accolade short list 2020

““

Employer quotes:

“Each application is reviewed by a panel consisting

of people who use the service, support staff and senior managers.

Our interviews and recruitment processes are driven

by people who use the service and are value based.

Although our director and/or seniors sit on the recruitment

panel, it is service users who ask the majority of questions and

hold the greater weight in decision making, after all they are

they are the people who will be inviting the successful

candidates into their home.”

Community Support Services,

Accolades 2020

“

Develop an assessment day activity

Using the Job Description and Person Specification for

the Care Worker Role that we looked at in the APPLY

session and the blank assessment matrix, pick out:

▪ the 5 key criteria you would want to assess in an

assessment day and

▪ which assessment tools might you use from those we

have spoken about today.

▪ Think about how you could follow this same process

for recruitment in your organisation

Exercise40-43

What is the impact? Table 4.2 - Example responses: How has values-based

recruitment and retention benefitted your staff, organisation,

and the people you support?

“It has helped us to

interview and employ

people that have better

attitudes and values than

what they have knowledge,

people who actually care

and empathize. We can

train once we have the

right person with

those values”

Employer: A cross-sectional survey

investigating the prevalence of values-

based recruitment and retention

approaches in the adult social care

sector in England

“The fact that residents

are involved sets the

scene for staff about what

sort of organisation we are

and we have expectations

in relation to the power

base and respect of the

people we care for.”

Accolades application

Future Directions

“We have reduced our

turnover from over 50%

about five years ago, to

under 20% today. This

compares well with the

regional turnover

of 27%...”

Resolve Care

“

Objectives

To enable participants to:

▪ Move from the shortlisting stage to assessing which

candidates are right for your organisation

▪ Explore what tools you might use to enhance your

assessment of the right candidates for your organisation

▪ Understand what elements to change in own

organisation to better reflect and embed this learning

A holistic approachValues-based approaches 5A model

4

Values interviews

Psychometrics

Assessment

tools/Centres

Assessor training

Adverts

Open days

Targeting

Self-selection

Website

External and internal

communications

‘Mission’ statement

Induction

Probation training/

Learning &

development

Supervision

Performance

management

Application forms

Job descriptions and

person specifications

Pre-screening

questionnaires

Shortlisting

Values-based

recruitment

Assimilate

Articulate

Attract

ApplyAssess

Action summary 44

look at the VBR checklist and

complete the ‘Assess’ section

Review your Review your existing

assessment processes – how

effective are they at selecting the

right candidate for your role?

Can you incorporate anything you

have learned today into your

recruitment to improve your

recruitment outcomes?

Following today’s workshop:

Further support

Support in your area:

www.skillsforcare.org.uk/InYourArea

Events page link:

www.skillsforcare.org.uk/VBRworkshops

Values-based recruitment and retention:

www.skillsforcare.org.uk/RandR

Thank you

CareValues

Version control

Version What changed By whom Date

V1.0 Initial draft LH 02/09/20

V5.0 Addition of additional info on

different recruitment

methodologies, incorporation of

Equal Opportunities

AT 03/11/20

V6.0 Workbook requirements inserted AT 03/11/20

V6.2 Sense check review and edits

including workbook elements.

Added Impact, employer quotes

and examples. Jeanine /Eliza to

check and see if happy/ready to

go to marketing

LH 22/01/21

FINAL Notes and design edits checked LH 19/3/21

ASSESS slide pack